Medical (FMLA) and Maternity Leave Sample Clauses

Medical (FMLA) and Maternity Leave. See NCPA Policy 406.6, Family Medical Leave Under the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) as of 10/27/2015. (a) If during any FMLA, CFRA or PDL leave an employee is receiving some form of income replacement payment, including but not limited to State Disability Insurance (SDI), Paid Family Leave ((PFL), Short Term Disability (STD), Long Term Disability (LTD) or Worker’s Compensation employee may ( but shall not be compelled) to use available paid leave benefits ( i.e. sick, vacation, PTO, or CTO) to supplement the income replacement payment up to 100% of employee’s regular wages. While the employee is on FMLA/CFRA/PDL or approved medical leave, the Agency will continue to pay for the employee’s participation in its benefit plans in which they were enrolled before the first of the leave. (b) The Agency pays the employer share of medical insurance premiums while the employee is on an approved FMLA/CFRA/PFL leave or an approved medical leave when the employee is using leave balances to supplement SDI, STD, LTD or Workers Compensation benefits up to 100% of base earnings for that pay period. If there is a conflict between this MOU and any state or federal statute, the statute will prevail.
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Medical (FMLA) and Maternity Leave. In the event of an illness or disability, a medical leave of absence without pay may be granted by the Agency. Accumulated sick leave must be used in conjunction with a leave for the employee’s own illness or injury. In order to receive such a medical leave of absence, the leave must be medically necessary for the employee and the employee must be under the care of a physician. A written request must be submitted to the Agency through the employee's supervisor and must be accompanied by a Health Care Providers Certification signed by the physician verifying the medical necessity. Employees should provide the Agency up to 30 days notice of the need for a medical leave. If the need for leave is not foreseeable, employees will be placed on leave as soon as the Agency is aware of the employee’s need to be on leave, pending physician verification. (a) Medical leaves of absence may be granted for a period up to thirty (30) days. Extensions may be granted on a month-to-month basis, as needed, provided that a letter signed by a physician accompanies them, verifying medical necessity and they are approved by Agency management. (b) The employee shall not accrue sick leave or vacation time while on unpaid medical leave. However, sick/vacation time continues to accrue if the employee is receiving sick, vacation or Worker’s Compensation supplement pay from the Agency while on medical leave. (c) Maternity leave shall reflect the legal obligations of the Agency. (See Section 11.9) (d) Unpaid medical leave may be granted for Family Care Leave purposes under FMLA. Family care leave shall mean leave for reason of the birth of a child of the employee, the placement of a child with an employee in connection with the adoption of the child by the employee, or the serious illness of a child, spouse, domestic partner or parent of the employee. Employees contribute to paid family leave (PFL) as part of their state disability taxes. Employees who take time off for family care purposes will be eligible to apply for these benefits. The PFL benefits through State Disability Insurance are coordinated with other benefits such as sick leave and Guardian Short Term Disability so that compensation does not exceed 100% of the employee’s salary. (e) While on medical leave for the employee’s own medical condition, the employee may be required to coordinate accrued sick leave or vacation with State Disability, Worker’s Compensation or related other benefit payments so that compensation does no...
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Medical (FMLA) and Maternity Leave. See NCPA Policy 406.6, Family Medical Leave Under the Family and Medical Leave Act (FMLA) and California Family Rights Act (CFRA) as of 10/27/2015
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Related to Medical (FMLA) and Maternity Leave

  • Paid Maternity Leave Upon written request to the Chair/Xxxx/Director indicating the expected date of delivery, a female employee shall be entitled to paid maternity leave of up to seventeen thirty-fifths of the period of her Appointment Contract(s). Requests for Maternity Leave will be made as soon as practicable, and normally no later than one month before the intended start-date of the leave.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • Special maternity leave (a) Where the pregnancy of an employee not then on maternity leave terminates after 28 weeks other than by the birth of a living child, then the employee may take unpaid special maternity leave of such periods as a registered medical practitioner certifies as necessary. (b) Where an employee is suffering from an illness not related to the direct consequences of the confinement, an employee may take any paid sick leave to which she is entitled in lieu of, or in addition to, special maternity leave. (c) Where an employee not then on maternity leave suffers illness related to her pregnancy, she may take any paid sick leave to which she is then entitled and such further unpaid special maternity leave as a registered medical practitioner certifies as necessary before her return to work. The aggregate of paid sick leave, special maternity leave and parental leave, including parental leave taken by a spouse, may not exceed 52 weeks.

  • Maternity and Paternity Leave It is understood that maternity leave for female employees shall be granted with no loss of seniority for such period of time as her their doctor shall determine that she is they are physically or mentally unable to return to her their normal duties and maternity leave must comply with applicable state and federal laws. The Employer shall provide a place, other than a bathroom, that is shielded from view and free from intrusion from coworkers and the public, which may be used by an employee to express breast milk. A reasonable break time for an employee to express breast milk for such employee’s nursing child shall be considered hours worked if the employee is not completely relieved from duty during the entirety of such break. A light duty request, certified in writing by a physician, shall be granted in compliance with state or federal laws, if applicable. Light duty requests shall also be made through the Employer’s “Light Duty for Pregnant Workers” program. Paternity leave shall be granted in accordance with Section 6 of this Article with the exception of employees not able to meet the qualifications set out in Section 6, who shall be granted leave not to ex-ceed one (1) week. Notwithstanding any provision to the contrary in any Supplement, Rider, or Addenda, an employee shall be allowed to designate in any vacation year paid time off up to twenty (20) days, to be used in the next vacation year, in accordance with this paragraph. Any paid time off that is provided on a weekly basis can only be banked in weekly increments. The accrued paid time off may be used in the next vacation year to cover any period of time that (1) the employee is determined to be unable to perform her their job due to pregnancy (for the father, time off is requested due to the birth) and (2) is not covered by the FMLA, existing disability plans or other paid time off. If the accrued time off is not used in that year, it will be paid to the employee within two (2) weeks of the request. If the vacation is not used as part of the leave, and it would have originally been taken in that vacation year, the employee shall also have the option of rescheduling the unused vacation as time off in accordance with local practice.

  • Maternity Leave 16.01 Upon written request on the appropriate form by a pregnant Employee, the University shall grant maternity leave consistent in timing and duration with the Employment Standards Act of New Brunswick. The application is to be made no later than two (2) weeks prior to the date that she intends to begin her leave and should specify the duration of the leave. A medical certificate specifying the expected date of delivery is to be attached to the application. 16.02 A pregnant employee may wish to continue working up to the expected date of delivery and may do so, if in the opinion of her physician she is able to fulfill her normal job responsibilities. No pregnant employee will be allowed to work in an area that may be hazardous to her health or to that of her child. The employee may be transferred by the Employer if appropriate alternate employment is available. 16.03 An early return to work, following delivery, will require a medical certificate indicating that the employee is medically fit for work. 16.04 Following the period of maternity leave, the employee will normally return to her former position. If this is not possible, she will be placed in an equivalent level of position. 16.05 A period of maternity leave may be extended by applying for an unpaid leave of absence under Article 18, Parental leave under Article 16A or by taking vacation time, if approved by the Employer. Such a request will not be unreasonably refused. 16.06 Upon completion of the initial probationary period of continuous employment, a female employee who provides the Employer with proof that she has applied for and is eligible to receive Employment Insurance benefits, shall be paid a maternity leave allowance in accordance with a plan registered with the Canada Employment Insurance Commission as a Supplementary Unemployment Benefit Plan (S.U.B.). 16.07 Under the provisions of the S.U.B. plan, the Employee's salary will be maintained at 95% of her regular weekly earnings for a maximum of 17 weeks of maternity leave. This plan allows the Employer to make up the difference between the C.E.I.C. maternity leave benefits up to 95% of the Employee's regular weekly earnings. The Employee is required to apply for the C.E.I.C. maternity leave benefit and must be eligible for the benefit for this plan to apply (as specified in the appropriate sections of the Employment Insurance Regulations). Contributions to the pension and benefit plans shall continue on the part of the Employee and the University on the basis of 100% of salary. 16.08 Employees have no vested right to payments under the plan except to payments during a period of unemployment specified in the plan (57 (13(h) of the E.I. Regulations). 16.09 Payments in respect of guaranteed annual remuneration or in respect of deferred remuneration or severance pay benefits are not reduced or increased by payments received under the plan. 16.10 Employees must apply for and must be in receipt of employment insurance benefits to receive payments under the plan.

  • Maternity/Paternity Leave Solely for purposes of determining whether the Employee incurs a Break in Service under any provision of this Plan, the Advisory Committee must credit Hours of Service during an Employee's unpaid absence period due to maternity or paternity leave. The Advisory Committee considers an Employee on maternity or paternity leave if the Employee's absence is due to the Employee's pregnancy, the birth of the Employee's child, the placement with the Employee of an adopted child, or the care of the Employee's child immediately following the child's birth or placement. The Advisory Committee credits Hours of Service under this paragraph on the basis of the number of Hours of Service the Employee would receive if he were paid during the absence period or, if the Advisory Committee cannot determine the number of Hours of Service the Employee would receive, on the basis of 8 hours per day during the absence period. The Advisory Committee will credit only the number (not exceeding 501) of Hours of Service necessary to prevent an Employee's Break in Service. The Advisory Committee credits all Hours of Service described in this paragraph to the computation period in which the absence period begins or, if the Employee does not need these Hours of Service to prevent a Break in Service in the computation period in which his absence period begins, the Advisory Committee credits these Hours of Service to the immediately following computation period.

  • Maternity Maternity leaves, not to exceed six (6) months, shall be granted at the request of the employee.

  • Paternity Leave 7.4.6(a) An employee will provide to the employer at least ten weeks prior to each proposed period of paternity leave, with:

  • Medical Leave of Absence Where you have a medical leave of absence due to any medically determinable physical or mental impairment that can be expected to result in death or can be expected to last for a continuous period of not less than six months, and you have not returned to employment with the Company or an Affiliate, a Separation from Service has occurred on the earlier of: (A) the first day on which you would not be considered “disabled” under any disability policy of the Company or Affiliate under which you are then receiving a benefit; or (B) the first day on which your medical leave of absence period exceeds 29 months.

  • Maternity Leave Allowance ‌ (a) An employee who qualifies for maternity leave pursuant to Clause 21.1, shall be paid a maternity leave allowance in accordance with the Supplemental Employment Benefit (SEB) Plan. In order to receive this allowance, the employee must provide to the Employer, proof that she has applied for and is eligible to receive employment insurance benefits pursuant to the Employment Insurance Act. An employee disentitled or disqualified from receiving employment insurance benefits is not eligible for maternity leave allowance. (b) Pursuant to the Supplemental Employment Benefit (SEB) Plan, the maternity leave allowance will consist of 15 weekly payments equivalent to the difference between the employment insurance gross benefits and any other earnings received by the employee and 85% of the employee's basic pay.

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